Monthly Archives: December 2017

6 ways in which artificial intelligence is impacting HR

6 ways in which artificial intelligence is impacting HR

A recent survey of executives across industries conducted by PwC found that 72% of them believe that artificial intelligence (AI) will provide a significant business advantage in near future. Further, 38% were already using AI at their workplace and 62% were planning to use it in new areas by 2018. IBM surveyed HR executives to understand the impact on the domain and found that 46% of the executives believe AI will transform the talent acquisition capabilities and 49% believe it will transform the payroll and benefits administration.

While the jury is still out on whether AI will replace HR professionals, here are 6 ways in which it is already augmenting the human capabilities.

Reduce human bias in candidate screening
Human bias plays a hidden role in many of the decisions taken during the recruitment process. Subconscious stereotypes that we have developed based on gender, ethnicity, body-type etc. affect human decision making. But it is possible to program AI to ignore such factors. For example, Google developed qDroid in 2015 to provide screener with questions based purely on the role being hired for, ignoring the candidate background completely. Google’s head of HR says that this provides them with a “reliable basis for sifting the superb candidates from the merely great”. That is not all, many companies are turning to chatbots to conduct “blind” assessment of the candidates so as to avoid human bias. Further, Textio provides tools to edit CEO recruitment posting in a manner that avoids all human bias making the posting appeal to a wider range of candidates.

Improve candidate assessment
Selecting that perfect candidate from a pool of many promising ones is the biggest challenge any recruiter faces. AI is playing a significant role in this by automating many hiring processes and providing the HR with data and metrics that make their job easier. For example, HireVue’s software can turn a 15-minute video interview into 20,000 data points n facial movements, intonation, and word choice that make candidate assessment more fact-based than feeling based. AI augments human decision maker’s ability allowing him to make decisions quicker and in a more efficient manner. Such assessment plays an important role when recruiting for high impact positions including CEO recruitment.

Streamline new hire onboarding
Smartphones have brought virtual assistants to most of us. Similar virtual assistants are now primed to free up HR professionals from more mundane tasks on new hire onboarding. These assistants step in to answer questions about policy, salaries, etc that the fresh recruits have. It also augments the new hire orientation programs that a company may already have in place. Considering how much of the information shared in the onboarding meets and conference calls is forgotten, a handy assistant will help the employees exactly when they need that information. HR consultancies in Mumbai that we spoke to confirmed that uneven onboarding processes can reduce new candidate engagement prompting them to look for a change during the first month itself.

Improve compliance
While case management tools are dime-a-dozen at the moment, AI’s role in improving compliance goes much deeper. No human can be as efficient at collecting and compiling data quickly as AI. Shifting the job of documenting and filing case details and enforcing compliance to AI would free up mid to high-level HR professionals to focus on more productive tasks and give them time to personally interact with the employees instead.

Augment corporate training
AI is playing an increasingly important role in corporate training and coaching. All leaders understand the importance of 360-degree feedback. But the sheer amount of data that it generates makes it difficult to draw insights from it. This is where AI pitches in and provides actionable insights in real-time based on its analysis of said feedback. While AI can never replace good leaders, it can augment them in the areas they are less proficient in. Hirevue has developed AI tools to automate the process of employee coaching, improving the quality of coaching while simultaneously reducing the amount of work HR teams have to put in. HR consultancies in Mumbai that we spoke to said that most of their clients are looking at AI tools that could help coach their managers on a daily basis, rather than hire trained coaches.

Improve relationships with existing employees
HR professionals are inundated with employees’ queries. Many of these can be answered using AI. Simply by programming automated replies to common questions, the workload for HR departments can be reduced manifold. Freeing up HR to answer more complex questions and engage more efficiently with the current employees. Further, virtual personal assistants can step-in to automate the process of scheduling meetings.

8 tips to make your resume better

8 tips to make your resume better

Resume is a key piece of material that will accompany all the various applications you send out all through your career. It can sometimes feel too daunting a task to prepare a resume. But it isn’t that difficult to put together a stellar resume if you follow these handy tips:

Order matters
It is important to order your experience in a manner that highlights your most relevant achievements. A general rule of thumb is to ensure that your most important previous experience is within the first half of the first page. While it is typical to order your experience in reverse chronological order (most recent to least recent), the best HR outsourcing solutions in Mumbai that we have spoken to advised against it. They suggest to put the most relevant jobs first and then put the remaining in reverse chronological order.

Numbers catch the eye
Recruiters are screening tons of resume every day. Something that will make them stop and read your resume is if they see numbers among the bullet points describing your experience. IT signals to them that you have not simply copied this from JD provided by the company. HR consultancy firms in Mumbai that we surveyed uniformly suggested that adding numbers need not mean a career in economics – simply saying “handles a team of 7”, or “responsible for a budget of Rs. 50 lakhs” can go a long way in securing that all important interview call.

Remember skills are transferable
When applying to a job outside your immediate skillset, make sure that you frame your experience to showcase skills that can be transferred to the new job. Being able to multitask, managing multiple stakeholders, handling stressful situations are some broad skills that almost any role will require.

Mention specific contributions
Instead of simply listing all your duties, mention what you specifically did to contribute to your role. This could be an award you won, a process you automated, an improvement you achieved that was included in the best practices. Multiple HR outsourcing solutions in Mumbai that we interviewed stress that employers are more interested in knowing what you as an individual can bring to the table and not what were the duties your previous assignments forced on you.

Be creative with the design
Recruiters see the exact same resume template all the time. You have to be a little creative and make your resume stand out in its presentation as well. This will make the recruiters remember you well. But don’t go overboard and make it too complicated. Just a little creativity can go a long way in landing you the prized interview.

Don’t include everything
A resume is a snapshot of who you are, and why you are a match for what the employer is looking for. So, do not make it overlong by including everything under the sun. If you have already worked for a few years, what you did in high school may be irrelevant. If you are applying for a job in content management, your achievements as a software developer are less important. Only include what the employer will find relevant for the role being considered.

Use keywords
HR consultancy firms in Mumbai that we surveyed informed us that most of the companies today employ AI for initial screening of resumes. These AI programs depend on keywords used in the resume to find relevant candidates. Therefore, it is important to include the keywords from the job posting in your resume. But don’t just stop there – make sure you exemplify each of these. Talk about incidents that highlight the key capabilities.

7 reasons to outsource HR

7 reasons to outsource HR

As your company grows, compliance and benefits administration will take up increasingly more time. You would have to delegate these and other HR related responsibilities to firms who specialize in the field so that you can spend time growing your business instead. This in itself is a good reason to outsource HR. But if you are still not convinced, here are the top reasons identified by the Society for Human Resources Management to outsource HR:

1. 26% outsource to save money: With increased volatility in the markets, cost reduction has become one of the prime focus areas for most companies. HR costs include advertising on job boards, background screening, applicant tracking systems and recruiting technology. All these can be bundled into a single cost when HR is outsourced. The cost-per-hire for a dedicated HR company is much lower as they have dedicated resources and the risk is shared. This also eliminates any duplication of HR related tasks across departments within the company and streamlines the overall process.

2. 23% outsource to focus on strategy: As a company, you want to dedicate all your resources to the core business and develop it further. By outsourcing HR functions, you free up time for yourself and your employees to focus on what they do best. Don’t spread yourself thin by taking up enabling functions.

3. 22% outsource to improve compliance: The compliance requirements have grown in complexity over the years. On top of that, the risk associated with non-compliance has become formidable. It is smart to outsource this risk and let specialists deal with it.

4. 18% outsource to improve accuracy: The cost of bad hires is very high for small and medium businesses. The chances of a bad hire go up as your responsibilities increase. Outsourcing HR reduces the cost of bad hire – as typically the agency will absorb this cost for the first few months of a new hire.

5. 18% outsource due to a lack of experience in-house: It is difficult to keep the most talented HR executives engaged when the core business of the company is something else. Being aware of this weakness, a lot of successful companies prefer to outsource the HR functions.

6. 18% outsource to take advantage of technological advances: HR technology is fast evolving. AI & machine learning are playing an increasingly important role in this field. It is impossible for most companies to invest in the cutting edge technology for what is typically seen as a cost center. In such a scenario, the best way to take advantage of these advances is to outsource to established domain experts.

7. 16% outsource to coordinate recruiting and on-boarding: The process of recruitment does not just end with signing a letter of appointment. It continues with candidate on-boarding and training. Outsourcing HR functions ensure that sourcing, recruiting, hiring and onboarding processes are streamlined and feed into each other seamlessly. This not only improves the candidate experience but also increase the overall efficiency of the HR processes. The continuity of experience builds candidates’ confidence in the company and he is more likely to stay with the hiring company.